CU-MA-PSY-SEM-III-Positive Psychology and Well Being (Elective-I)- Second Draft

pressure, amount of work, degree of attention required, and the slowing down of labor caused by the want to watch for others. Decision latitude refers to employees manipulate over their responsibilities and how those tasks are performed. It includes each skill discretion and decision authority. Skill discretion describes the diploma to which the process includes a spread of tasks, low stages of repetitiveness, activities for creativity and possibilities to research new things and broaden unique skills. Decision authority describes each the worker's potential to make choices about their process and their capacity to influence their paintings crew and more standard enterprise policies. Crossing the size of pressure and range gives us 4 strain classes for jobs, as follows: P – High Strain Jobs (Low Latitude, High Strain): Producers are much more likely to enhance their strain stages with the aid of taking greater on without looking for additional latitude, partly due to the fact they respect the assignment and their choice to experience person mastery studies, and partly due to the fact they take a man or woman approach to duty ascription, which may also purpose them to overlook possibilities to invite for more latitude. Producers experience ranges of strain that human beings with other dominant styles might locate excessive. Of all the styles, they're maximum probably to thrive in high stress jobs. A – Passive Jobs (Low Latitude, Low Strain): As long as the passivity of an activity stems from efficiently forestalling disruptions, then that passivity is in all likelihood to be exceptionally pleasurable to an Administrator. The passivity that stems from the process being both irrelevant or unimportant will now not be enjoyable. The Administrative style seeks to manipulate disruptions by way of putting approaches into vicinity that deal with all contingencies and buffer the crucial variables of the organization, stopping them from disruption. When latitude is reduced by way of following a system, and whilst that method causes things to continue easily with low degrees of strain, an Administrator will take that as proof of achievement. The intention country of Administration can be reached, and retaining that peace may be a delight. E – Active Jobs (High Latitude, High Strain): Active jobs aren't visible as demanding in Karasek’s typology, because employees have many protecting measures available to them to reduce the strain. Of all the PAEI patterns, it's far E that most naturally prospers in lively situations. E is characterized by means of exceptional ambition and nearly no fear surrounding disruptions of the reputation quo. Strain is consequently a persistent result of E kind paintings. He also wishes remarkable flexibility and range both to fire up troubles and are looking for out answers. The lively mode maximum nearly fits the mode wherein E evidently works. I – Low Strain Jobs (High Latitude, Low Strain): The mixture of high degrees of latitude with low tiers of pressure shows that social processes are very big in the low stress task. Employees can have quite a few authorities relative to their stress tiers and as a result will 301 CU IDOL SELF LEARNING MATERIAL (SLM)

presumably take part more within the definition and control of duties than in other, more traumatic running environments. 11.2.2 Job demands-sources model The task needs-resources version or JD-R model is an occupational strain version that indicates stress is a reaction to an imbalance among demands at the man or woman and the sources he or she has to deal with those demands. The JD-R was brought as an alternative to different models of employee properly-being, such as the call for-manipulate version and the attempt-reward imbalance version. The authors of the JD-R model argue that these models \"were constrained to a given and restrained set of predictor variables that won't be relevant for all job positions\" (p. 309) Therefore, the JD-R contains a huge variety of operating situations into the analyses of companies and employees. Furthermore, as opposed to focusing entirely on negative final results variables (e.g., burnout, sick fitness, and repetitive strain), the JD-R model includes each negative and advantageous indicators and results of employee nicely-being. Basic assumptions The JD-R version can be summarized with a shortlist of assumptions/premises: Whereas every occupation may additionally have its precise danger elements related to job pressure, these elements may be classified into well-known categories: task needs and job resources. Job demands physical, mental, social, or organizational aspects of the activity, that require sustained physical and/or mental effort or capabilities. Therefore, they may be associated with sure physiological and/or mental fees. Examples are work stress, emotional demands. Job assets: physical, mental, social, or organizational components of the job which might be both or: functional in achieving work goals; lessen process needs and the related physiological and mental price; stimulate private boom, gaining knowledge of, and improvement. Examples are career opportunities, supervisor training, function readability, and autonomy. Workplace Resources vs. Personal Resources: The authors of the JD-R make a difference among place of job sources and personal assets Two different underlying psychological tactics play a position inside the improvement of job pressure and motivation. The first is bodily and social sources to be had in the place of work placing. The latter, personal resources are the ones the worker brings with them. These encompass unique personality tendencies: self-efficacy and optimism. Both forms of resources are powerful mediators of worker nicely-being (e.g., Engagement). Outcomes of Continued Job Strain 302 CU IDOL SELF LEARNING MATERIAL (SLM)

Health impairment manner: through this method, poorly designed jobs or continual task demands exhaust personnel' intellectual and physical assets. In turn, this could result in the depletion of power and health troubles. Outcomes of Abundant Job and Personal Resources Motivational system: thru this process, activity resources exert their motivating potential and result in high paintings engagement, low cynicism, and notable performance. Job sources can also play either an intrinsic or an extrinsic motivational position. The interplay between activity needs and process resources is critical for the development of job pressure and motivation as properly. According to the JD-R model, task assets may additionally buffer the impact of task needs on activity stress, consisting of burnout. Which specific task resources buffer the impact of various job demands, relies upon at the precise work environment. Thus, distinctive kinds of task demands and job resources may engage in predicting job stress. Good examples of process sources that have the potential of buffering process needs are overall performance remarks and social help. Job resources specially have an effect on motivation or work engagement whilst activity needs are excessive. This assumption is based totally at the premises of the conservation of resources (COR) idea. According to this theory, people are prompted to attain, retain and defend their resources, due to the fact they may be valuable. Hobfoll argues that resource benefit acquires its saliency within the context of aid loss. This implies that process sources benefit their motivational potential mainly when employees are faced with high activity needs. For example, whilst employees are confronted with high emotional demands, the social guide of affiliates might grow to be more seen and more instrumental. Evidence Evidence for the twin system: several studies have supported the twin pathways to worker well being proposed with the aid of the JD-R model. It has been proven that the version can are expecting important organizational outcomes (e.g., Taken together, study’s findings help the JD-R version's claim that activity demands and task sources initiate two special mental processes, which sooner or later affect critical organizational effects. When each job demands and assets are excessive, high strain and motivation are to be anticipated. When both are low, the absence of pressure and motivation is to be expected. Consequently, the excessive demands-low assets circumstance must bring about high pressure and coffee motivation whilst the low demands-high assets circumstance ought to have as a result low pressure and excessive motivation. Evidence for the buffer effect of task assets: a few assists has been acquired for the proposed interaction between process needs and task assets of their relationship with employee well- being. However, maximum published studies at the version did both no longer observe or now not document such interactions, whereas the sensible relevance of this interplay – if present – is typically small. In a huge-scale take a look at, it become found that this 303 CU IDOL SELF LEARNING MATERIAL (SLM)

interaction accounted for on average handiest 0. Five% of the differences among workers in mission enjoyment and work commitment. Evidence for the salience of task assets within the context of excessive task needs: one previous examine out of doors the framework of the JD-R model has supported the speculation that assets advantage their salience inside the context of excessive demands. Studies the use of the JD-R model have shown that task sources specifically have an effect on work engagement while process demands are high (see; and). Practical implications The JD-R version assumes that whereas each career may additionally have its own specific working traits, those characteristics may be classified in two trendy classes (i.e., Job demands and job sources), and consequently constituting an overarching version that may be carried out to numerous occupational settings, irrespective of the unique demands and resources worried. The crucial assumption of the JD-R model is that job strain develops – regardless of the type of activity or career – while (positive) task needs are excessive and whilst (certain) activity assets are restrained. In contrast, paintings engagement is maximum probably while task sources are high (additionally within the face of high activity demands). This means that the JD-R model can be used as a tool for human aid management. 11.2.3 Job characteristic theory Job characteristics concept is an idea of work design. It provides “a hard and fast of enforcing principles for enriching jobs in organizational settings”. The original model of task traits concept proposed a version of five “core” process characteristics (i.e., Talent variety, project identity, task importance, autonomy, and comments) that have an effect on 5 paintings- related effects (i.e., Motivation, delight, overall performance, and absenteeism and turnover) thru three mental states (i.e., Skilled meaningfulness, skilled responsibility, and knowledge of outcomes). Work remodel first were given it begin within the 1960s. Up until then, the winning mindset changed into that jobs need to be simplified to maximize manufacturing; but it became observed that after subjected to pretty routinized and repetitive duties, the advantages of simplification every now and then disappeared because of employee dissatisfaction. It was proposed that jobs must be enriched in approaches that boosted motivation, in place of simply simplified to a string of repetitive obligations. It is from this standpoint that the Job Characteristics Theory emerged. In 1975, Greg R. Oldham and J. Richard Hackman constructed the original model of the Job Characteristics Theory (JCT), that's based on earlier work by using Turner and Lawrence and Hackman and Lawler. Turner and Lawrence provided a foundation of goal traits of jobs in paintings layout. Further, Hackman and Lawler indicated the direct effect of task characteristics on worker's paintings-related attitudes and behaviour and, greater importantly, 304 CU IDOL SELF LEARNING MATERIAL (SLM)

the man or woman variations in need for development, which is called Growth Need Strength in Job Characteristics Theory. In 1980, Hackman and Oldham provided the final form of the Job Characteristics Theory in their book Work Redesign. The principal modifications covered the addition of greater moderators- Knowledge and Skill and Context Satisfaction, elimination of the work outcomes of absenteeism and turnover, and elevated awareness on Internal Work Motivation. Several of the final results variables were eliminated or renamed as properly. Concentration became shifted to the affective effects following effects from empirical research that confirmed susceptible support for the relationship among the mental states and behavioral consequences. In addition to the idea, Oldham and Hackman additionally created two devices, the Job Diagnostic Survey (JDS) and the Job Rating Form (JRF), for assessing constructs of the principle. The JDS immediately measures jobholders' perceptions of the five center task characteristics, their experienced mental states, their Growth Need Strength, and outcomes. The JRF became designed to acquire the assessments from outside observers, which include supervisors or researchers, of the core activity traits. Important variables According to the very last model of the principle, five center job traits must prompt three vital mental states, which lead to many favorable non-public and paintings outcomes. The moderator's Growth Need Strength, Knowledge and Skill, and Context Satisfaction need to mild the hyperlinks among the task characteristics and the mental states, and the psychological states and the effects. 11.3 CORE JOB CHARACTERISTICS Skill Variety: The degree to which a job requires numerous activities, requiring the employee to broaden a selection of skills and abilities. Jobholders can experience more meaningfulness in jobs that require numerous different capabilities and skills than when the roles are basic and routine. Task Identity: The diploma to which the job calls for the jobholders to discover and complete a workpiece with a visible outcome. Workers enjoy more meaningfulness in a process whilst they're involved inside the complete method instead of simply being answerable for part of the paintings. Task Significance: The degree to which the activity influences other people's lives. The influence can be either within the instantaneous company or within the external surroundings. Employees experience more meaningful in a task that considerably improves either the mental or bodily well-being of others than a process that has a constrained effect on everybody else. 305 CU IDOL SELF LEARNING MATERIAL (SLM)

Autonomy: The degree to which the activity provides the worker with full-size freedom, independence, and reticence to devise out the paintings and decide the approaches inside the activity. For jobs with a high level of autonomy, the outcomes of the work depend on the employees' efforts, projects, and choices; in preference to at the instructions from a supervisor or a manual of job tactics. In such instances, the jobholders experience more personal responsibility for their successes and screw ups at paintings. Feedback: The degree to which the worker is aware of outcomes. This is obvious, particular, distinctive, actionable facts approximately the effectiveness of his or her activity overall performance. When employees get hold of clean, actionable information about their painting’s overall performance, they've better usual knowledge of the effect in their work sports, and what particular actions they want to take (if any) to enhance their productivity. 11.4 CRITICAL PSYCHOLOGICAL STATES Experienced Meaningfulness of the Work: The diploma to which the jobholder experiences the work as intrinsically significant and can present his or her value to different human beings and/or the external environment. Experienced Responsibility for Outcome of the Work: The diploma to which the employee feels he or she is responsible and responsible for the consequences of the work. Knowledge of Results of the Work Activities: The degree to which the jobholder is aware of how well he or she is appearing. Outcomes Adopted from earlier paintings the private and work effects of the preliminary concept have been: Internal Work Motivation, Job Satisfaction, Absenteeism and Turnover, and Performance Quality. However, the 1980 revisions to the original model protected disposing of absenteeism and turnover and breaking performance into Quality of Work and Quantity of Work. Moderators Growth Need Strength (GNS): GNS is the strength of someone's want for private accomplishment, gaining knowledge of, and development”. The concept posits that Growth Need Strength moderates both the relationship of core activity traits and psychological states and the connection among psychological states and results. Knowledge and Skill: The degree of expertise and skill the employee possesses can moderate the relationship between the mediators and the activity traits and results. For motivating jobs, ok know-how and skill cause experiencing the important mental states and better consequences, at the same time as inadequate knowledge and skill discourage the psychological states and bring about extra bad effects. Unmotivating jobs don't allow the 306 CU IDOL SELF LEARNING MATERIAL (SLM)

employee to experience the psychological states in any respect, for that reason understanding and talent have no impact. Context Satisfaction: The context of the activity additionally impacts employees’ revel in. The authors suggest that after employees are happy with things like their managers, pay, co- workers, and process protection they respond greater positively to enormously motivating jobs and less undoubtedly whilst they're now not satisfied. The purpose being that they must use attentional sources to handle the undesirable work context, which distracts from the richness otherwise inherent within the task. The 3 crucial mental states of activity function principle (JCT) draw upon cognitive motivation concept and a few previous works on figuring out the presence of certain mental states that would lead to favorable results. JCT furnished the hazard to systematically assessed the relationship between the formerly determined psychological states ('Experienced Meaningfulness, 'Experienced Responsibility, and Knowledge of Results) and results. More importantly, previous paintings on work layout showed activity characteristics can expect man or woman overall performance, however did no longer offer \"why\" and \"how\" this relationship existed. Job Characteristics Theory stuffed this hole by means of constructing a bridge among task characteristics and work-related effects via the usage of the 3 critical psychological states. The 3 psychological states, that are additionally the conceptual center of the principle, encompass (1) Experienced Meaningfulness of the Work, (2) Experienced Responsibility for the Outcomes of the Work, and (3) Knowledge of the Results of Work Activities. These mental states are theorized to mediate the relationship between activity traits and paintings- related outcomes. According to the theory, these three vital psychological states are non- compensatory situations, which means jobholders have to enjoy all three important mental states to gain the consequences proposed within the version. For example, while people enjoy the three psychological states, they sense precise about themselves once they carry out well. These positive emotions, in flip, improve the workers to hold acting nicely. According to the principle, sure middle process characteristics are answerable for each psychological state: ability variety, mission identity, and assignment importance shape the skilled meaningfulness; autonomy impacts experienced responsibility, and remarks contributes to the expertise of effects. Previous studies determined that four task traits (autonomy, range, identification, and remarks) could boom employees' performance, pleasure, and attendance. Task importance become derived from Greg Oldham's personal paintings enjoy as a meeting line worker. Though his task did now not offer challenge variety or identity, he still experienced meaningfulness through the realization that others trusted his paintings. This awareness led to the inclusion of project importance as some other activity feature that would impact the skilled meaningfulness of the process. Thus, task traits theory proposed the 5 center job traits that would are expecting paintings-associated outcomes. 307 CU IDOL SELF LEARNING MATERIAL (SLM)

11.5 EMPIRICAL EVIDENCE Safety To defend the bodily and mental health of people, the demands of the job should be balanced with the aid of easily available job sources to prevent burnout in personnel yet inspire worker engagement. Engagement indicates an advantageous worker who is devoted to the safety within the administrative center for self and others. In evaluation, burnout represents a terrible employee owning elements of hysteria, melancholy, and paintings-associated pressure. Engagement will increase as activity resources like expertise of protection are gift. On the alternative hand, burnout will increase when more task demands are gift without the buffering consequences of activity assets. Hazards within the workplace can be seen as a combination of the physical needs of the work and the complexity of the work. Job resources offer a buffering impact that protects the personnel from job demands like excessive work stress, an unfavorable physical environment, and emotionally disturbing interactions. Employees are better ready to handle modifications of their work environment while resources are with no trouble available. The resources an activity can provide encompass autonomy, guide, and know-how of safety. Autonomy lets in employees the liberty to determine the way to execute their work. Support can originate immediately from a manager or different people within the environment. And lastly, employees must realize protection procedures and policies. When the employee can paintings in secure surroundings, employees are extra glad with their jobs. Safe surroundings give guide and sources that sell wholesome employees. 11.6 EMOTION, ATTITUDE AND MOOD Emotional intelligence is the ability to recognize and interpret emotions that can be used to modify feelings and help cognitive processes which sell emotional and highbrow boom. Emotional intelligence has been researched by way of Carmelli (2003) to see its effect on personnel work overall performance. Due to the social nature of the interactions of the personnel, emotional intelligence is critical to paintings nicely with co-people. When employees work well collectively by using coordinating their efforts, their task performance improves and as a result the enterprise benefits. With emotional intelligence, employees are higher able to perceive others needing assist and are greater inclined to assist for intrinsic blessings. Isen & Reeve (2005) proposed that fine effect brought about positive intrinsic motivation for finishing a project. As a result of the intrinsic motivation, the personnel loved the task extra and have been more constructive whilst having to finish a greater boring task. The mixture of getting the freedom to select obligations and maintaining high quality affect outcomes in better challenge overall performance. Positive affect promotes willpower to remain focused 308 CU IDOL SELF LEARNING MATERIAL (SLM)

on any task and forward-looking questioning that motivates employees to look forward to more fun responsibilities. Concepts of nice psychology like hope and altruism offer a superb work surroundings that affects the moods and attitudes of employees. Youssef & Luthans (2007) tested the effects desire, optimism, and resilience had in the administrative center on employees’ process overall performance, process delight, work happiness, and organizational commitment. Hope and resilience had a more direct effect on organizational dedication while wish had a more effect on performance. Hope permits personnel to be better at developing greater realistic plans for finishing a project in order now not to focus on the failure that accompanies an incomplete venture. Optimism strengthens the employee's resilience to interrupt via barriers and causes the employee to build social guide and different strengths to triumph over impediment she or he may additionally stumble upon. Positive psychology additionally encourages keeping a tremendous temper in the work surroundings to inspire productivity on a character level and organizational level. Organizational citizenship behaviour (OCB) check with behaviour like altruism and compliance that aren't formal responsibilities in that the behaviour aren't obligatory of the workers' task description. They are taken into consideration extra-function behaviour that help in gauging the employee's commitment to the task and to the regulations of the job within the absence of monitoring those behaviour. OCB has validated to improve the moods of employees and the moods within the place of job. A helping behaviour improves temper due to the fact the individual is no longer centered on poor moods; supporting others acts as a distracter for the employee. Altruism is effective because it has extra impact in a social placing just like the place of job and is extra extrinsically rewarding. OCB encourage tremendous interactions amongst workers and cause higher mental fitness for personnel. According to Froman (2010), having a greater hopeful perspective about lifestyles leads one to be extra constructive approximately responding to opportunities. Workers are greater resilient to adversity and might get better extra quickly. When companies encourage fine attitudes of their employees, they develop and flourish. As a result, the organization profits and grows from the human capital of effective employees and the monetary capital resulting from effective employees. Fun Chan (2010) studied amusing activities inside the place of job that created a tremendous paintings environment that would maintain and appeal to employees and encourage employee nicely-being. Activities should be enjoyable, inspire duty, and assist personnel emerge as group players. These characteristics empower personnel to end up greater engaged with their work, take on more leadership roles, and revel in less strain. Making the place of business fun promotes high-quality, glad moods in employees that during turn growth activity pleasure and organizational dedication. According to Chan's framework, place of work a laugh should 309 CU IDOL SELF LEARNING MATERIAL (SLM)

be group of workers-oriented, supervisor-orientated, social-oriented, or method-oriented. While body of workers-oriented sports cognizance on creating a laugh work for employees, manager-orientated activities create a higher relationship between the employees and supervisors. Social-orientated activities create social activities which are organizational-based totally (i.e., Company barbeque or Christmas office celebration). Strategy-orientated sports permit more autonomy with employees in different elements in their work in hopes of cultivating strengths inside the organization’s personnel. The framework proposes that an amusing paintings environment promotes employee properly-being similarly to fostering creativity, enthusiasm, pride and communique most of the corporation's employees. The research discovered in this observe hopes to inspire implementing different work fun activities in other various industries to have interaction and retain advantageous personnel. Application There are several examples of famous, real-international uses of infusing Positive Psychology in the administrative center. In such contexts as a place of business, researchers frequently wish to examine and degree variable degrees of such factors like productivity and company. One such famous version is the aforementioned Job Characteristics Model (JCM), which applies influential theories of work as it correlates to the five relevant traits of skill range, assignment identity, venture importance, undertaking autonomy, and venture comments. However, such practices as commercial enterprise teams inside an administrative center regularly gift the varying dynamics of positivity and negativity in commercial enterprise behaviour. There is frequently a plethora of special research groups that pass into searching at sure places of work to assist file to employers the reputation in their personnel. Furthermore, the 3 psychological states regularly measured and tested are meaningfulness of performed work, the duty of outcomes, and results in expertise. In blending these aspects, a rating is generated to look at a selection reflecting an activity quality. Besides, each score information the differing degrees of autonomy and important comments because it relates to ensuring exquisite work. Most research factors to the truth that common groups of high performance are those who characteristic high on positivity of their place of work behaviour. The multitudes of studies and new, developing facts detailing the opportunity of fine psychology at work often deals with reporting place of business safety, the engagement of the personnel, productivity, and ordinary happiness. Moreover, know-how the importance of a healthful painting’s environment can immediately provide and make contributions to paintings mastery and work ethic. Motivation, researchers have found out, facilitates to maintain a bolstered feel of both field and a better belief which then yields to higher tiers of efficiency for both personnel and employers. 310 CU IDOL SELF LEARNING MATERIAL (SLM)

11.7 SUMMARY • Implementing nice psychology in the workplace way creating surroundings that is pretty fun and productive. This also approach developing a piece schedule that doesn't cause emotional and physical distress. • Positive psychology within the workplace is about moving interest faraway from poor components together with administrative center violence, pressure, burnout, and job lack of confidence. Through the employment of positive psychology, a working environment to sell tremendous affect in its employees may be created. • Martin E.P. Seligman and Mihaly Csikszentmihalyi have referred to frontrunners in the place of nice psychology as a field of take a look at. They state that \"psychology has end up a technological know-how in large part approximately restoration. Therefore, its attention on restoration largely neglects the fulfilled person and thriving network\". Seligman and Csikszentmihalyi further strain that \"fine psychology ambitions to start to catalyze an alternate inside the attention of psychology from preoccupation most effective with repairing the worst things in life to also building nice features.\" • Emotional intelligence is the capability to apprehend and interpret feelings that can be used to adjust feelings and assist cognitive procedures which promote emotional and intellectual boom. • Positive psychology also encourages maintaining a positive mood within the work surroundings to inspire productiveness on a man or woman stage and organizational stage. 11.8 KEYWORDS  Workplace: It is a location where someone works for their employer, a place of employment. Such a place can range from a home office to a large office building or factory.  Attitude: In psychology, attitude is a psychological construct, a mental and emotional entity that inheres in, or characterizes a person. They are complex and are an acquired state through experiences.  Mood: In psychology, a mood is an affective state. In contrast to emotions or feelings, moods are less specific, less intense and less likely to be provoked or instantiated by a particular stimulus or event. Moods are typically described as having either a positive or negative valence.  Emotional intelligence: otherwise known as emotional quotient or EQ, is the ability to understand, use, and manage your own emotions in positive ways to relieve stress, communicate effectively, empathize with others, overcome challenges and defuse conflict. 311 CU IDOL SELF LEARNING MATERIAL (SLM)

11.9 LEARNING ACTIVITY 1. Have a discussion with your father about the various activities conducted by the human resource management department in his workplace. ___________________________________________________________________________ ____________________________________________________________________ 11.10 UNIT END QUESTION A. Descriptive Questions Short Questions 1. List out the basic assumptions of the Job-Demands Resources model. 2. What are the various job characteristics in the job characteristics theory? 3. What does implement positive psychology in the workplace mean? 4. How to ensure safety in the workplace? Explain briefly. 5. Describe the uses of fun activities in the workplace. Long Questions 1. Explain Karasek’s demand-control model of job stress in detail. 2. In what ways do the emotion, attitude and mood of the personnel affect the organization? Write in detail. 3. Explain the job-demand resources model in detail. 4. Describe the job-characteristics model elaborately. 5. Elaborate the role of critical psychological states in the workplace. B. Multiple Choice Questions 1. Positive psychology in the workplace is about shifting attention away from negative aspects such as work a. job satisfaction, contentment, happiness b. gratitude, pride, forgiveness c. altruism, hope and resilience d. violence, stress, burnout, and job insecurity 2. In Karasek’s model, workplace stress is a function of a. how demanding a person's job is and how much control the person has over their responsibilities b. how easy and void of stress their job is c. how the organization’s productivity is 312 CU IDOL SELF LEARNING MATERIAL (SLM)

d. how the group cohesion is 3. A combination of the physical demands of the work and the complexity of the work can be seen as a. Responsibilities b. Safety c. Hazards d. Fun 4. The ability to recognize, and interpret emotions that can be used to regulate emotions and assist cognitive processes which promote emotional and intellectual growth is known as a. Social intelligence b. Emotional intelligence c. Performance intelligence d. Fluid intelligence 5. Which of the following leads to positive intrinsic motivation for completing a task? a. Positive affect b. Negative affect c. Positive reinforcement d. Negative reinforcement Answers 1.d 2. a 3.c4. b 5.a 11.11 REFERENCES  Kumar, U., Archana, & Prakash, V. (2015). Positive psychology – Applications in work, health and well-being. Delhi & Chennai, India: Pearson.  Joseph, S. (Ed.) (2015). Positive psychology in practice: Promoting human flourishing in work, health, education, and everyday life. Hoboken, NJ: John Wiley & Sons.  David, S. A., Boniwell, I.& Ayers, A. C. (2013). The Oxford handbook of happiness. Oxford: Oxford University Press.  Boniwell, I. (2012). Positive Psychology in a Nutshell: The Science of Happiness (3rd edition). London: McGraw Hill. 313 CU IDOL SELF LEARNING MATERIAL (SLM)

 Baumgardner, S. R. & Crothers, M. K. (2009). Positive psychology. New Delhi, India: Pearson.  Linley and Joseph (2004). Positive Psychology in Practice. Taylor and Francis  Seligman, M. (2002). Authentic happiness: Using the new positive psychology to realize your potential for lasting fulfillment. New York: Free Press. 314 CU IDOL SELF LEARNING MATERIAL (SLM)